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Key Responsibilities and Required Skills for Human Resource Coordinator

💰 $45,000 - $65,000

Human ResourcesAdministrationCorporate Services

🎯 Role Definition

As a Human Resource (HR) Coordinator, you are the central pillar of the HR department, ensuring the smooth and efficient execution of daily HR operations. You will act as the first point of contact for employees, providing exceptional support and guidance while managing the entire employee lifecycle. This role is a fantastic opportunity for a detail-oriented and empathetic individual to build a strong foundation in all facets of human resources, from talent acquisition and onboarding to benefits administration and compliance, directly contributing to a positive and productive workplace culture.

📈 Career Progression

Typical Career Path

Entry Point From:

  • HR Assistant or Intern
  • Administrative Assistant
  • Office Manager
  • Recruiter or Sourcer

Advancement To:

  • HR Generalist
  • HR Business Partner (HRBP)
  • Benefits Specialist / Compensation Analyst
  • Talent Acquisition Specialist / Corporate Recruiter

Lateral Moves:

  • Payroll Coordinator / Specialist
  • Learning and Development Coordinator
  • HRIS Analyst

Core Responsibilities

Primary Functions

  • Manage the complete employee lifecycle process, from drafting and extending offer letters to conducting background checks, facilitating new hire orientation, and processing all offboarding and termination paperwork.
  • Serve as the primary point of contact for all employee inquiries regarding HR policies, company procedures, and benefits programs, providing timely and accurate information or escalating complex issues to HR Business Partners.
  • Maintain impeccable data integrity within the Human Resources Information System (HRIS), such as Workday or ADP, by processing new hires, terminations, promotions, and other status changes with high accuracy.
  • Support the Talent Acquisition team by posting job requisitions, scheduling complex interview panels across various departments and time zones, and ensuring a seamless candidate experience through the Applicant Tracking System (ATS).
  • Coordinate the annual benefits open enrollment process, including preparing communication materials, hosting informational sessions, answering employee questions, and auditing enrollments for accuracy.
  • Generate and prepare regular and ad-hoc HR reports on key metrics such as headcount, employee turnover, time-to-fill, and diversity statistics to support strategic decision-making.
  • Ensure strict compliance with federal, state, and local employment laws and regulations by meticulously maintaining I-9 records, managing EEO reporting, and keeping all compliance documentation up-to-date.
  • Administer all employee leave of absence programs, including FMLA, ADA, and other paid/unpaid leaves, by tracking eligibility, communicating with employees and managers, and ensuring proper documentation.
  • Provide administrative support for the performance management cycle, which includes tracking review completions, sending system reminders to managers, and compiling necessary documentation.
  • Process and audit bi-weekly or semi-monthly payroll data, ensuring the accuracy of timesheets, new hire information, and compensation changes in close collaboration with the finance or payroll department.
  • Plan, coordinate, and execute employee engagement initiatives, wellness programs, and company-wide events designed to foster a positive, inclusive, and high-performing workplace culture.
  • Meticulously maintain physical and digital employee personnel files, ensuring all required documents are collected, confidentially stored, and managed in compliance with data privacy and record-keeping requirements.
  • Assist in the regular review, development, and updating of HR policies, procedures, and the employee handbook to ensure all information is current, compliant, and easily accessible.
  • Coordinate logistics for employee training and development programs, including scheduling sessions, managing participant registrations, preparing training materials, and collecting post-session feedback.
  • Respond to and manage all verification of employment requests and unemployment claims in a timely and accurate manner, adhering to company policy and legal guidelines.
  • Act as a crucial liaison between employees and various benefit providers to resolve claim issues and answer specific questions related to health, dental, vision, and retirement plans.
  • Support HR Business Partners with foundational employee relations matters by assisting with documentation, scheduling confidential meetings, and taking detailed notes during investigative interviews.
  • Conduct thorough and empathetic exit interviews with departing employees to gather valuable feedback on their experience and identify trends or areas for organizational improvement.
  • Manage the HR department's invoicing and expense reporting processes, ensuring timely payment to vendors and the reconciliation of departmental purchasing cards.
  • Administer the company's workers' compensation claims process by filing first reports of injury, maintaining communication with insurance carriers, and tracking the employee's return-to-work status.

Secondary Functions

  • Support ad-hoc HR data requests and perform exploratory analysis on topics like employee engagement survey results or exit interview trends.
  • Contribute to HR projects and initiatives, such as HRIS upgrades, policy rollouts, and annual compliance audits.
  • Collaborate with IT and other departments to ensure seamless onboarding of new hires, including equipment and system access setup.
  • Participate in sprint planning and agile ceremonies if the HR team operates within an agile framework for project management.

Required Skills & Competencies

Hard Skills (Technical)

  • HRIS Proficiency: Hands-on experience with HR Information Systems (e.g., Workday, ADP Workforce Now, SAP SuccessFactors).
  • ATS Experience: Familiarity with Applicant Tracking Systems (e.g., Greenhouse, Lever, Taleo, iCIMS).
  • Microsoft Office Suite: Advanced skills in MS Office, particularly Excel (VLOOKUPs, pivot tables) for reporting and data analysis, as well as Word and PowerPoint.
  • Employment Law Knowledge: Foundational understanding of federal and state employment laws (FMLA, ADA, FLSA, EEO).
  • Benefits Administration: Experience supporting benefits processes, including open enrollment and qualifying life events.
  • HR Reporting: Ability to pull, compile, and format data to create meaningful HR reports and dashboards.
  • Payroll Systems Knowledge: Basic understanding of payroll processing and experience with related software (e.g., Paychex, Gusto).
  • Onboarding Technologies: Experience using tools for background checks, I-9 verification (E-Verify), and digital onboarding.
  • Calendar Management: Expertise in managing complex scheduling across multiple time zones using tools like Outlook or Google Calendar.
  • Documentation & Record Keeping: Strong ability to maintain accurate, confidential, and compliant employee records.

Soft Skills

  • Discretion and Confidentiality: Utmost ability to handle sensitive and confidential information with integrity.
  • Communication Skills: Excellent written and verbal communication skills for interacting with employees, managers, and candidates.
  • Interpersonal Skills: A strong customer-service orientation with the ability to build rapport and trust.
  • Organizational Skills: Superior ability to manage multiple tasks, priorities, and deadlines simultaneously.
  • Attention to Detail: Meticulous and thorough, ensuring accuracy in all aspects of work, from data entry to compliance.
  • Problem-Solving: Proactive in identifying issues and resourcefully finding effective solutions.
  • Empathy & Emotional Intelligence: Ability to interact with employees on sensitive matters with compassion and professionalism.
  • Adaptability: Thrives in a fast-paced, dynamic environment and can pivot priorities as needed.
  • Proactiveness: A self-starter who takes initiative to improve processes and anticipate departmental needs.
  • Team Collaboration: A strong team player who works effectively with HR colleagues and cross-functional partners.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor’s Degree or equivalent practical experience.

Preferred Education:

  • Bachelor’s Degree in a relevant field. SHRM-CP or PHR certification is a significant plus.

Relevant Fields of Study:

  • Human Resource Management
  • Business Administration
  • Psychology or Sociology
  • Communications

Experience Requirements

Typical Experience Range:

  • 1-3 years of experience in a Human Resources or administrative role.

Preferred:

  • Experience in a fast-paced, high-growth technology or corporate environment.
  • Direct experience handling sensitive employee information and supporting multiple HR functions (recruiting, onboarding, benefits).
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